The thought leader
You can also make progress on diversity goals by paying attention to employer branding; the impression that candidates get from interacting with your company, like the language in your job posting and the content of your careers page. Amy advised using these sites to make clear that diversity is a priority for your organization, and that the company is not just open to but genuinely excited about considering candidates who bring unique or non-traditional perspectives to their work. Let candidates know that it’s OK if they don’t ‘check all of the boxes’ — they should still apply!
— Stephanie Mari, “Strategies for hiring diverse teams and creating inclusive workplaces“
The social scientists
This is a major point of our research—that you are at an even greater risk for discrimination when applying with a pro-diversity employer because you’re being more transparent […] those companies have the same rate of discrimination, which makes you more vulnerable when you expose yourself to those companies.
— Katherine DeCelles, “Minorities Who ‘Whiten’ Job Resumes Get More Interviews“
the presence of an [Equal Employment Opportunity] statement dampens rather than encourages racial minorities’ willingness to apply for jobs. Importantly, the effects are particularly pronounced for educated job seekers and in cities with white majority populations. Complementary survey evidence suggests the underlying mechanism at work is “tokenism”, revealing that EEO statements backfire because racial minorities avoid environments in which they are perceived as regulatory, or symbolic, hires rather than being hired on their own merits.
— Andreas Leibbrandt and John A. List, “Do Equal Employment Opportunity Statements Backfire? Evidence From A Natural Field Experiment On Job-Entry Decisions“